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Recruitment study
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A study of simple contracts and new starters
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Term time only calculator
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  • Extra
  • Technical


If this is your introduction to HR reports then to help get a feel for some of the basics this section gives you five rows of data that you can update and use to populate your own very simple charts.

You can also update the following:

  • Header and footer for the page.
  • Report title.
  • Labels for the x (horizontal) axis and y (vertical) axis.
Once these are done just press the populate charts button and you will have some pie charts, a bar chart, a line chart and a ring chart.

If you are logged in you can save save your work and come back to it. If not then just experiment and the charts will be reset when you close the page.


It should be possible to copy your charts and paste them into some word processors, emails and graphics packages. Failing that a chart can also be saved as a graphic which you can use later on.


The charts are very simple and use templates from the library supplied by pChart. The charts are drawn and formatted from classes (program-code-templates) developed by the programmers at pChart and they are made in such a way as to let users customise them. You can find details on how the charts work at the pChart website.

If you do not have a dedicated reporting tool for your organisation you could probably save several thousands of pounds by learning to use pChart or some other similar product.

The information that you enter on this page goes into a database table and this is used to update the charts. If you are logged in the information is saved against your account otherwise it is saved until you close the page.

Key Legislation Underpinning Employment Contracts

The Employment Rights Act 1996 underpins contracts of employment in the United Kingdom.

The terminolgy to use is a written statement of particulars of employment. This summarises the main particulars of the employment relationship and must according to the legislation be given within two months of the person's first day of service.

Whilst the law states two months it would actually be poor form to encourage a person to give up an existing job or prior state of affairs without actually presenting them with the contractual terms of their new role until two months after it has started. The law is quite flexible but if we are truly focused on the quality of the engagement with the prospective member of staff the written statement of particulars really should be issued as soon as possible after the decision to appoint has been made.

Issuing the written statement of particulars at the earliest point means the person is aware of what they being contracted to and can clarify any uncertainties before accepting. Starting a relationship in this manner where possible helps ensure a more harmonious contract.

The key aspects of a written statement of particulars are as follows:

  1. The names of the employer and employee.
  2. The title of the job which the employee is employed to do or a brief description of the work for which they are employed.
  3. Where the employment is not intended to be permanent, the period for which it is expected to continue.
  4. Either the place of work or, where the employee is required or permitted to work at various places, an indication of that and of the address of the employer.
  5. The date when the employment began.
  6. The date on which the employee’s period of continuous employment began (taking into account any employment with a previous employer which counts towards that period). The continuous employment date is often the same as the start date. Where it is earlier this may give the new starter certain employment rights that come with longer service.
  7. The scale or rate of remuneration/pay or the method of calculating this.
  8. The intervals at which remuneration is paid (that is, weekly, monthly or other specified intervals).
  9. Any terms and conditions relating to hours of work.
  10. Entitlement to holidays, including public holidays, and holiday pay.
  11. How incapacity for work due to sickness or injury will be handled, including any provision for sick pay.
  12. Pensions and pension schemes.
  13. The length of notice which the employee is obliged to give and entitled to receive to terminate his contract of employment.
  14. Any collective agreements which directly affect the terms and conditions of the employment. In large organisations trade unions negotiate with the employer on behalf of staff, the agreements they reach with the employer are called collective agreements.

Key to the Organisation Chart

An explanation of the symbols used

collapsed icon This icon represents a unit that has child units. Click it to see the child units.
expanded icon This icon means that a unit has its child units visible. Click to close the child units.
Unit name Click on a unit to get more information on it. If the unit has child units it will open a page showing them too.

Organisation structure details Clicking this icon takes you to some basic theory on organisation charts and structure.
collapse all button This button is Collapse All and when clicked closes all units that have been opened up.
expand all button This button is Expand All and when clicked opens all units so you will see every aspect of the tree.

Your Own Simple Charts

YouTube page This page gives you the opportunity to put a few values into a table and construct your own charts. There are only five rows to work with. Please fee free to put whatever positive numbers you like into the charts.

A temporary five row table has been created for you.
If you are logged in remember to first populate your charts, then you can save your work.

sum: 75 100%

  • 2D Pie

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